Job Description

Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at IOM workplace culture | International Organization for Migration

1. For the purpose of this vacancy, the following are considered first-tier candidates:
2. Internal candidates
   Candidates from the following non-represented member states:
   Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Lao People's Democratic Republic, Madagascar, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Solomon Islands, Suriname, Tonga, Tuvalu, Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states of IOM.

Organizational Context and Scope

The Human Resources Administration (local) Unit (HRAU-local), located within the Manila Human Resources Operations and Administrative Services (MHRO), is responsible for the global administration of human resources for General Service (GS) and National Officer (NO) staff members worldwide, as well as for Consultants type A worldwide.

Under the overall supervision of the Director, Global Shared Service Center (GSSC), and the direct supervision of the Chief, Human Resources Operations and Administrative Services, the Senior Human Resources Officer will be responsible and accountable for leading the work of HRAU-local in accordance with the Unified Staff Regulations and Rules, policies, and related guidelines across duty stations.

In addition, the successful candidate will play a strategic role in designing and implementing a centralized administrative model for GS and NO staff and Consultants A worldwide. This includes conducting an initial assessment and preparing a comprehensive report on the feasibility, structure, governance arrangements, and processes, including the development of Service Level Agreements (SLAs) and Key Performance Indicators (KPIs) required to centralize these administrative functions, with a view to improving efficiency, consistency, compliance, and service delivery across the Organization.

Responsibilities

1. Prepare an in-depth analytical report and recommendations on the centralization of the administration of GS and NO staff and Consultants A worldwide, including the proposed organizational structure, governance arrangements, resource requirements, risk assessment, and identification of processes, including the development of SLAs and KPIs to be absorbed or harmonized.

2. Lead the HRAU-local in the accurate and timely delivery of human resources administration services for GS and NO staff worldwide, as well as Consultants A, including contracts management and the administration and processing of entitlements and benefits, in accordance with organizational policies, procedures and practices.

3. Coordinate the design, planning and phased implementation of centralized administrative processes for GS and NO staff and Consultants A, ensuring alignment with Unified Staff Regulations and Rules, internal controls, and business continuity requirements.

4. Work closely with Regional Offices, Country Offices, and the Department of Human Resources on the transition to centralized administration.

5. Lead the development, implementation and ongoing monitoring of SLAs and KPIs for the Unit, ensuring measurable service standards, performance tracking, continuous improvement and ongoing clients’ satisfaction, as well as accountability across duty stations.

6. Implement new HR policies, instructions and administrative frameworks by developing, adapting and refining internal processes and standard operating procedures to support global service delivery.

7. Ensure accurate data related to staff entitlements and benefits is recorded in a timely manner.  Implement a data quality assurance process to ensure proper, accurate and correct entitlements for payroll. 

8. Continuously improve business processes through review and streamline HR administrative processes to increase efficiency, consistency and quality of service, identifying opportunities for standardization, simplification, and automation.

9. Analyze audit observations and oversight recommendations related to HR administration and prepare corrective action plans in consultation with the Chief, HR Operations and Administrative Services.

10. Develop an HRAU-local Transaction Processing and Approval Matrix and subsequently review and approve human resources requests and transactions as defined in the Matrix, ensuring compliance with established controls and service standards.

11. Develop and implement capacity-building and training plans for the Unit staff to support the expanded global scope of responsibilities, including coaching and knowledge transfer initiatives.

12. Provide substantive input to the implementation, optimization and enhancement of the Organization’s Enterprise Resource Planning (ERP) for HR systems, including recommendations for process integration, automation and data quality improvements.

13. Reinforce standards of conduct and a respectful working environment, promoting mutual respect, safety and tolerance in the workplace.

14. Perform other related duties as may be assigned.

Qualifications

Required Qualifications and Experience

Education

• Master’s degree in Human Resources, Business Administration, Industrial and Organizational Psychology, Social Sciences or a related field from an accredited academic institution with seven years of relevant professional experience; or,
• University degree in the above fields with nine years of relevant professional experience. 

Experience

• Working experience in establishing and leading large HR units in a GSSC;
• Working experience leading transformations and systems changes;
• Working experience developing and rolling out training plans and capacity strengthening as well as development of knowledge and information management systems; 
• Experience leveraging innovative tools and artificial intelligence to enhance efficiency;
• Working experience with the establishment of workflows, development and monitoring of SLAs and KPIs;
• Extensive experience in the administration and all facets of HR, administration of staff contracts and benefits and entitlements, interpretation and implementation of staff rules and regulations and development of HR guidelines and Standard Operating Procedures;
• Previous working experience in an international organization is an advantage; and,
• Previous working experience in developing countries is an advantage.

Skills

• Familiarity with the UN common system or similar systems is an advantage.
• Ability to prepare clear and concise reports and communications; and,
• A high degree of computer literacy is required; good knowledge of MS Office suite and ERP is essential.

Languages

IOM’s official languages are English, French, and Spanish. 

For this position, fluency in English is required (oral and written). Working knowledge of another official UN language (Arabic, Chinese, French, Russian, and Spanish) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

The incumbent is expected to demonstrate the following values and competencies:

Values - All IOM staff members must abide by and demonstrate these five values:

Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.

Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Courage: Demonstrates willingness to take a stand on issues of importance.

Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
 

Core Competencies - Behavioural indicators – Level 

Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.

Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.

Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. 

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Skills

Job info